Recruitment and Selection in Company Expansion

Recruitment and Selection in Company Expansion Khajurico Nepal is a family owned cottage industry based at Chapagaun, Lalitpur, Nepal. It was established in 1990 with a brand name of Khajuri foods and late in 2003 it was trademarked under Khajurico. Khajuri foods started its brand name by introducing bread and since 1994 it has been expanding widely with diversified products such as cookies and puff pastry. It is the only company where all the production employee is women from which we can see how Khajurico Nepal is promoting women empowerment. Today, Khajurico Nepal not only supplies its product at Nepal but also has opened its new factory in India named after Khajurico India Pvt. Ltd. and supplies its products to Australia, Tibet, Ghana, etc. (n.d.) Establishing a company in a foreign country is a risk. It isnt confirmed whether the company will work or not. There may or maynt be the market for the product that you are going to launch. Similarly, there might also be a problem with the tax, wages and law since the law of one country varies from another and the change in law can occur anytime. Likely, the cultural and language barrier also creates problem while launching a product as the company doesnt know what the local prefers. (Goodman 2015). Recruitment is the process where the organisation seeks for the new employee through the forms and cv that are applied by the candidates. Recruitment can either be internal or external. Internal recruitment takes place within an organisation whereas in external recruitment company brings new staffs by following up certain procedures such as job analysis, job description, job advertisement, etc. (Anon 2017). Selection is the process where right candidates are picked from the list of applicants through different methods such as: testing, gathering information and interview. A candidate is selected after he/she clears all the track races of the selection process. During the selection process, a person should neither be underqualified nor overqualified for the applied post. Hence, they will be placed a misfit for the post. While the selection process it is also important to review their past experience and references (Muhammad Umer Khalid Habib 07:20:48 UTC) Along with this the recruitment and selection process is also a crucial process as the company either needs to recruit their own staff or recruit the staff from the host country of from foreign country. All of these has its own advantages and disadvantages. PCN: Parent country Nationals HCN: Host country Nationals TCN: Third Country Nationals (Gomes 2012) Talking about the recruitment procedure of Khajurico Nepal Pvt. Ltd., currently in Nepal KNPL follows the strategic HR planning of NTBI (National Banking Training Institute) which adheres the following principle: Fair and Transparent Recruitment Competence knowledge, skills and attitude of the candidates Equal Employment Opportunity (EEO) External and Internal sources The Recruitment procedure of KNPL: In order to recruit their staffs KNPL follows the following procedure; Sources of Recruitment So as to hire and fill the vacant position KNPL follows the following methods; Advertisement in a National daily newspaper. Advertisement in the Company web site / notice board. External job web sites Outsourcing. Through Talent Hunt and the Company data base (already collected CVs) Any vacant position shall also be full filled internally from the existing pool of staff without going for external vacancy announcement. However, this shall be done on a strong recommendation from the line manager based on the staff performance and upon approval from the Chairman / Chief Executive. In case of all hires within the Chairmans authority, this will be formally notified to the board for information and ratification. Usually, during the selection of candidate the head of HRD submits the evaluation sheet to the CEO which indicates the names of candidates, marks obtained by them in both written and interview and the total score. And through that sheet the CEO makes further appointment. If any of the recommended candidate is unavailable for the appointment, then the next candidate will be appointed. However, it is upon the CEO on how to select the candidate for vacant position. Hence, the appointment will be disqualified and will not be appointed in the institute if; If he/she is below 18 years of age. If he/she is medically unfit. If he/she has had previous employment terminated on grounds of lack of integrity, honesty, misuse of funds and pilferage. If he/she is convicted by a competent court on criminal charge, involving imprisonment of more than six months. If he/she is a foreign national except on conditions approved by the Board with permission of the Labour Department of Government of Nepal. Achieving high performance from the new employees Whether the company is established at home country or a host country it is obvious that they expect high performance from their staffs individually. And in order to achieve a good performance certain steps should be taken which are explained below; Induction/orientation: Induction/orientation is the process of letting the new employees to get adapted towards their new working place. In this phase, the new recruited employees are introduced to their workplace, their work colleagues and their role in that organisation. Usually, every company does an induction/ orientation programme since every candidate has their own prospective (Anon 2016c). In every organisation the induction usually take place in the first day where all the information regarding the company and business code of conduct are provided to the employees. Training: Training is the process of providing extra knowledge, skills, attitudes or social behaviour to the staffs so as to perform the job more efficiently, effectively and skilfully as per the trend and technological change in the market. Since, training takes lots of effort and time, it is very important for an organisation to think regarding the need and objective while providing training to their staffs since high qualified professionals are used.(Anon 2016a) Coaching: Coaching is a technique where the managers act as a coach and guides its sub-ordinated through their experience and knowledge. (Anon 2016b). Coaching can also be defined as a facility that is given by the higher level to their subordinates so as to help them to achieve their goals, develop their own personal strategy and improve their efficiency of doing the work (SEGERS et al. 2011). Hence, it is the way of achieving through daily feedbacks and communication of the staffs. Performance Review: Performance review helps keep track of all the activities and achievements of the employees, thus helping employees stay motivated. Periodic performance review helps employees know how they are doing in terms of their performance and motivates them to do better. It also helps them understand their weakness and how they should improve them. Thus, performance review helps in achieving high performance. Hence, performance = employee ability, motivation and opportunity to participate. (Boselie et al. 2005) Rewards: Rewards are the benefits that an employee deserves after his/her excellent performance in an organisation. Rewards can either be financially or non-financially, financial reward includes salary increment, bonus, allowance, etc. whereas non-financial reward includes accommodation, insurance, etc. Every employee joins an organisation with an expectation of getting reward as per their performance(2017).However, these include linkages with performance expectations in: Positive terms (merit review) Neutral consequences (lateral reassignment to improve person/job match) Negative outcomes such as progressively stronger counselling sessions Succession Planning: It is an implication that identifies the problems, reviews it and works on the problems along with their best employees so as to meet performance expectations for a job different from the one she/he currently holds with greater responsibility. It helps to boosts its employee morale by providing them the position as their performance. Hence, succession planning is done so as to fill the vacant position. (Anon 2016d) Career Development Programs: Career Development Program is carried out by every organisations so as to develop individual capability so as to achieve their future goal and career. Since it fulfils the requirement of both employee and organisation it has been an important need for both of the parties.(Anon 2015) An effective Career Development Program: Is critical for the retention of superior performers. Builds internal bench strength, reduces costs associated with outside hires, and maintains continuity in overall performance of the organization. Today, as per the change in the economic, cultural, environmental and political status, it is a challenging thing for any organisation to establish as well as maintain a goal to achieve an affective commitment from their new employees. According to Sayeed (1989) the personal character, role related factors and structural factors are the board antecedents of organisations commitment. Allen et al. (1990) says that organisational commitment is either affective or emotional attachment towards the organisation. (Kumari Afroz 2013) In this technological era, it has brought up many changes in the working environment of the people. People not only seek good working condition but also seek higher income, benefits, commitment, etc. So as to get achieve a commitment from their employee an organisation needs to fulfil every employee needs. However, a company can achieve an affective commitment through its employee by their employees psychological state such as; (Anon n.d.) (Jaaron 2009) Affective Commitment Continuance Commitment Normative Commitment Affective commitment: It is the emotional attachment of an employee towards its organisation. Here, he/she doesnt fear of any losses but strictly follows the company rules and regulations and states the organisations goals and objective. Continuance Commitment: Some employee fears that by leaving the job they might face problems such as low salary, pension, low allowance, working environment, etc. due to which they get stuck to their job thinking that their change in job might create trouble in their life. Hence, these type of commitment is more seen in higher level staff as they are already established in the particular company and fear to lose the position. Normative Commitment: It is a thinking of the employee that he must work in the organisation. Here, he/she feels that it is their responsibility to work in that organisation. There might be several reasons of an employee to have such commitment such as the company might reward them by paying their education or it might be their own perception to do so. However, it is very much important for an organisation to gain the commitment from their employees so as to increase their level of quality and performance. Culture is the characteristic of particular group of people that belongs to certain part of religion, place and language (Zimmermann et al. 2015). A culture may vary from the people of same or different country. For an organisation, it is a must to understand the culture of the host country and should be sociable with the consumers. They should be updated regarding the potentialÂÂ   business challenges to overcome the competitive market. Following can be the issues on cross cultural management; (PGPExecutive 2015) Ambiguity: People have their own way of thinking, doing, talking or seeing. A word can have several meanings, for example a person can utter a word that might be the same language as of the another but the other person might take it differently which increases misunderstanding between the people. Likely, every culture has its own unique value, and might be reluctant in adapting new culture in the host country. Hence, ambiguity creates an incorrect perspective within an information that one wants to deliver to the listener. Inflexible attitude: There are some people who go to the host country and hesitate to participate in their culture which gives an impression that they are not comfortable with the environment that the host country is providing. Showing this kind of behaviour will hamper the person rather than the host because he/she is the one to lose the team and destroy the relationship of the business with the host country. Ethnocentrism: It is the perception of the people where they think that their own culture is correct. Even though these kinds of people are sent to the host country they dont try to accept the new culture. Rather, they start judging the host countries culture on the basis of their own culture. However, these issues can be corrected by following: By understanding the communication style of host culture By understanding the cultural values By developing the right competencies It is obvious that an organisation faces challenges during their working period. There are several challenges that Khajurico Nepal Pvt. Ltd. should follow up; Customer demography: Customer demography denotes the age, sex, gender, income, race, status, etc. which helps the organisation to target their customer. KNPL should not only understand the demography of the customers but also needs to understand what exactly the company needs to do inorder to maintain relation with their potential customer (Staff 2017) Working culture: The working culture of an organisation may vary from its host country. Working culture is the surrounding of the company on how the company treats their employees and how their employee follows the principles and guidelines of the organisation. An organisation having a good working culture directly influences the staffs to work well with their colleagues. (Anon n.d.) Political Issue: The political issues can both be internal and external. External issues include the following; (Contributor 2015) Governments tax policy which can fluctuate at any given time affecting the companys targeted profit, goals and objectives. Corruption Effects of pressure groups leading to change in governments policy which might affect the production. Trade control Hence, if such issues occurs KNPL should either ask for compensation with the host country or purchase political risk insurance ( it doesnt guarantee that the company will get its compensation through insurance as soon as the event occurs) (Phung 2006). The internal issues occur within the organisation. It might include the following; Strike by trade unions for not meeting their demands Autocracy Disregarding employee performance because of the fear of being replaced by top leaders. Hence, if the internal issue occurs KNPL should organise frequent meeting between the staffs and the management, equal opportunities should be given as per their level of performance and the management should have a flexible approach towards the employees feedback.

Success with Orgination and Time Management :: essays research papers fc

Success With Organization and Time Managment   Ã‚  Ã‚  Ã‚  Ã‚  Returning to college after having been out of the school system for seven years has been quite a challenge. For me, high school was relatively easy; I had a teacher there to hold my hand every step of the way. The college scene is completely different as O'Keeney states, â€Å"You’re really on your own when it comes to passing courses.† Having strong organization and time management skills has helped make my time at college successful thus far.   Ã‚  Ã‚  Ã‚  Ã‚  I owe a great deal of gratitude towards my work experiences. Without them, I would be having an extremely difficult time in college because â€Å"As a college student, you will be in complete control of your time and how you use it† (Surviving Freshman Year). One of the experiences that I gained while working in accounting was the ability to manage time well. With the lack of employees and increasing work-load, I had to be able to complete of all my work in a given time, and needless to say, with almost perfect accuracy. That was a very challenging task, but the only way I was able to keep my head on straight was by placing everything into organized stacks ranging in order of importance. I have taken this experience and reused it for school purposes.   Ã‚  Ã‚  Ã‚  Ã‚  One of the goals I set for myself is to select the classes that are needed for my degree in the nursing profession; hence, I need to â€Å"Know what courses are being offered, and decide which ones you’re interested in† (Surviving Freshman Year). I looked at the suggested number of credit hours to take and decided which classes would fit into those hours, trying to only include one course that I knew would be difficult. As it worked out, this semester I have classes all week with the exception of Thursday, when I have no classes. For the days that I am at school, I have anywhere from 3  ½ to 5 hours of studying time in between my morning and afternoon classes. I use this time to my advantage. It helps keep me on track to â€Å"Study at a regular time and in a regular place† (Surviving Freshman Year). The study rooms in building B are great for those times. O'Keeney's suggestion is to â€Å"Find a room at home or a spot in the library that is relatively quiet – and boring.

Is The British Appeasement In 1930s Defensible History Essay

The calming in 1930s is delivered by British Prime Minister Neville Chamberlain, to construct up a permanent peace in Europe every bit good as to avoid the war against Nazi Germany. Chamberlain created calming policy based on three aims: â€Å" †¦ foremost, to debar the danger of war, 2nd, to make conditions in which dialogues can take topographic point and, 3rd, to convey about the success of those dialogues so that they many strengthen corporate security, farther Germany ‘s return to the League and, in a happier atmosphere, allow those larger dialogues on economic affairs and on affairs of statements to take topographic point † 1 However, the eruption of war that followed, proved that the policy has clearly failed and it is besides still argued as the one of chief grounds to break out World War II. This essay will discourse about the cause of the debut of calming and why it is untenable in international dealingss. After World War I, the Great Depression that followed forced totalitarian governments to emerge around Europe, such as Fascism in Italy, Socialism in Soviet Union and Nazism in Germany. In Germany, it was Hitler who followed a totalitarian province and pursued a revisionist foreign policy after he became a Chancellor of the Exchequer in January 1933. While UK and France were seeking to avoid a war and heal from the great depression caused by World War I, Hitler strongly believed that another war was needed to break-out from poorness every bit good as ‘Versailles ‘ . Hitler hence started to denounce ‘Versailles ‘ from March 1935 by re-introducing mandatory muster. However, UK and France have merely issued formal protests in response, which concluded with weakening of ‘Versailles System ‘ in favor of Germany, due to the fright of war. While the procedure of calming was detaining any clear reply, Italy has invaded Abyssinia. This provided Hitler with clip and chance to beef up and remilitarize Rhineland while UK and France dealt with Italy. France was entitled to reoccupy Rhineland, but France did non desire to move unless UK acted. UK did non desire to step in as they thought remilitarization was non a ‘flagrant ‘ misdemeanor. Neither UK nor France wanted to take serious duty that had any opportunity of get downing another war. Munich, 29th September 1938 was the flood tide of this failure of calming. Hitler demanded return of Sudeten. UK sought to intercede, and the parts of Sudeten with German bulk transferred to the custodies of Germany. In late September Hitler raised his bets, demanding immediate transportation of whole Sudeten to Germany. Chamberlain and Daladier accepted Italian In March 1939. Furthermore, Hitler invaded Czech states of Bohemia and Moravia. Neither France nor UK confronted Hitler 1 Anthony Eden in the House of Commons, March 26 1936. The ground UK supported calming is that the populace was non ready for war and UK was still retrieving from the 1929 crisis. Besides, France was unwilling to confront Hitler without UK ‘s support. They merely wanted to get away from war and understate their duty as they sought strong support of another state. This development of calming shows the unorganized allied European states which ne'er meet with clear understanding to compact the menace German forces possessed, and the confusion that was brought with the construct of calming gave opportunity for Germany to turn without any lucifer for to a great extent armed European allied forces e?†¦ie ie?ˆi ?ie e ©Ã‹â€ e ¦Ã‚ ¬ e-?i-?i ?iz?e ie µÃ‚ ­i?ˆ i?ˆ e?† iiâ„ ¢Ã¢â‚¬ i†¢? i †¢i ±Ã¢â‚¬ ¦i?„ , e °?e?ˆe e?†¦ie e °Ã‹â€ ee? ii °?e?ˆi „ i µ?e?ˆi i†?i†¢?e µÃ‚ ­ii-?e i†Ã¢â‚¬Å¾ez‘iS ¤i e °Ã¢â‚¬ ¢ei ±Ã¢â‚¬ ¦i i„?e i-?e?†¹e‚?e ©?i„? ei ?i §Ã‹â€ e ·?i†¢? policye °Ã‹â€  continuee? ©e†¹?e†¹Ã‚ ¤ . Trying to chance of war or whether Britain and France would hold been better off traveling to war earlier instead than subsequently, loss could be less. The confusion and struggle bought clip for Germany . If the calming was scrapped and the western European states pressured the turning Germany so the face of European history may hold been changed because of the fact that Germany already lost the First World War was besides needed to be considered. i ¦Ã¢â‚¬ ° , ie µÃ‚ ­e i†Ã¢â‚¬Å¾ez‘iS ¤e °Ã‹â€  e‚?i e?†¦ii-? i? iâ„ ¢Ã¢â‚¬ i †¢i ±Ã¢â‚¬ ¦i?„ iZ?e? e‚?i e?†¦ii i? ¤iS ¤iS?e ¦Ã‚ ¬i†¢Ã¢â‚¬Å¾/ii?† i ?e ?i?„ e ¬Ã‚ µii†¢?iz? i† ?e ?i?ˆ ie iz?eii e µÃ‚ ­e °Ã‹â€ i ie µÃ‚ ­/i†Ã¢â‚¬Å¾ez‘iS ¤iâ„ ¢Ã‹â€  e‚?i e?†¦ie °Ã¢â‚¬Å¾ e? µee e °Ã¢â‚¬Å¾ii†¢?e? e‚?i e?†¦ii?„ e? ¬i ?i†¢?e? °ee†¹Ã‚ ¤ e‚?i e?†¦iei i „iY?i?„ i†?i†¢?e  ¤ eâ€Å" ­e†¹?e†¹Ã‚ ¤ . e ·?e ¦Ã‚ ¬e? , e‚?i e?†¦ii?ˆ ie µÃ‚ ­/i†Ã¢â‚¬Å¾ez‘iS ¤iâ„ ¢Ã‹â€  i† ?e ?e °Ã¢â‚¬Å¾ e? µi? °i-? ei e °Ã‹â€ iz? e?†¦ii i „i† Ã‚ µi ?i e µÃ‚ °i‚ ¬i ? i ·?i†¢?i„ ± , i ¦Ã¢â‚¬ ° i? i‚ ¬i†¹? e?â„ ¢i„? i-‘e ©? i „iY?i?„ ieY ¬i†¢? i†¢?eS† e  ¶Ã‹â€ e†¹?i?„ ee ee? iezˆeâ€Å"?e e µÃ‚ °i‚ ¬e ?ie ie? µi†¢?e ©?i„? 2i °? i„?e?„e?ˆi „i ei-?i §Ã¢â‚¬Ëœe†¹?e†¹Ã‚ ¤ . UK and France lost credibleness because UK and France did non maintain their committedness. They warned Hitler that if he attacked Poland, they would declare war on Germany. By this clip, nevertheless, Hitler no longer believed their menaces. If an adversary issues a menace that it has the power to transport out, and an involvement in making so, the menace will be believed, even if that state has bluffed in the past. But if it makes a menace that it lacks the power to transport out, or has no involvement in making so, the credibleness of that menace will be viewed with great incredulity. Chamberlain believed he could negociate enduring peace with Hitler. It was based on a naA?ve apprehension of Hitler ‘s purposes or on desirous believing about the possibility of set uping a permanent peace with Germany, nor was it an alternate to equilibrating. It was misdirecting policy based on underestimate, and misconstruing that Chamberlain trusted Hitler. The opinion was really emotionally based and this was a error as the remainder of European states readily figured out that Hitler was fixing military invasions over Poland. The calming was hence invalid and forced remainder of European allied forces to confront huge grown and good trained German Armies. calming have to be used under imaginable set of circumstances.Churchill, the ultimate anti-appeaser, presented a more nuanced image: â€Å" Appeasement in itself may be good or bad harmonizing to the fortunes. Winston Churchill ridiculed calming as akin to â€Å" one who feeds a crocodile, trusting it will eat him last † Particularly, Adolf Hitler revealed his desire publically to occupy Europe in his life, My Struggle The primary purpose of calming was to extinguish the danger of a European war, but accordingly it endanger Europe as it gave chance Germany, geographical and clip loose credibleness. The grants over German rearmament, the Rhineland, Austria, and Sudeten Czechoslovakia non merely failed to pacify Hitler, but made war even more likely by quickening his appetency for aggression and by sabotaging the credibleness of Britain and France and the public-service corporation of their subsequent warrant of Poland. Many critics of appeasement contend that a more confrontational scheme of rearmament and reconciliation might hold avoided war, either by discouraging Hitler or by exposing his foolhardiness and thereby triping his overthrow by the more cautious German military and its internal Alliess.

Qualitative Research Essay - 1628 Words

Qualitative Research in Nursing Date of last revision : January 28, 2011 â€Å"Not everything that counts can be counted, and not everything that can be counted counts† -Albert Einstein INTRODUCTION †¢ Qualitative research methods have become increasingly important as ways of developing nursing knowledge for evidence-based nursing practice. Qualitative research answers a wide variety of questions related to nursings concern with human responses to actual or potential health problems. (Ploeg J, 1999) †¢ Qualitative research is a type of scientific research which has its roots in philosophy and human sciences. †¢ Qualitative research plays an important part in providing evidence for practice in nursing, and is gaining greater†¦show more content†¦DIFFERENCE BETWEEN QUALITATIVE AND QUANTITATIVE RESEARCH †¢ The key difference between quantitative and qualitative methods is their flexibility. †¢ In qualitative methods, the relationship between the researcher and the participant is often less formal than in quantitative research Quantitative Research Qualitative Research General framework †¢ Seek to confirm hypotheses †¢ Postivist paradigm †¢ Seek to explore phenomena †¢ Naturalistic paradigm Objectives †¢ To predict control †¢ To understand (what, how, why) Tools †¢ Highly structured methods: questionnaires, surveys, and structured observation †¢ Use semi-structured methods: in-depth interviews, focus groups, and participant observation Design †¢ Rigid design †¢ Controlled experimental †¢ Emergent design Focus †¢ Prediction †¢ Outcomes †¢ Generalisability †¢ Rich â€Å"thick† description †¢ Similarities contrasts †¢ Process context Nature of data analysis †¢ Statistical †¢ Non-statistical Sampling †¢ Relatively large samples using often random sampling †¢ Small samples using purposive, convenient or snaw ball sampling technique. METHODS OF COLLECTING DATA Obtrusive †¢ Semi structured interviews †¢ In-depth interviews †¢ Focus Group Discussions †¢ Ethnography †¢ Participatory Action Research †¢ Narrative and Life History †¢ Participant observation Unobtrusive methods †¢ Simple observation †¢ Document analysis (written records) †¢ Audio-visual †¢ Text analysis / Discourse analysis †¢Show MoreRelatedQualitative, Qualitative And Qualitative Research1272 Words   |  6 Pagesdescribe qualitative research. Qualitative inquiry is a systematic process of describing, analyzing and interpreting insights discovered in every day life. Similar to quantitative research, qualitative methods begin with [empirical] observation of a phenomenon and its characteristics. In qualitative studies, the logic of inference is one of directly observed comparison, resulting in new insights and reclassifications, rather than strict numerical comparison and classification. 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